近日，复旦大学管理学院主办的“2012中国人力资源发展与管理论坛”在上海举行，其间发布的《2012中国薪酬白皮书》的调研数据显示，中国“80后”、“90后”员工离职率整体偏高，作为职场新生代，“80后”、“90后”员工离职率达30%以上，高出平均水平5%。

recently，Fudan university held by the school of management“2012 China human resources development and management BBS”Held in Shanghai，Released in《2012 China salary white paper》Research data shows，China“After 80”、“After 90”The whole staff turnover rate is on the high side，As a new workplace，“After 80”、“After 90”Employee turnover rate of more than 30%，Higher than the average of 5%。

　　虽然离职率较高，但这群职场新生代的实力也不容小觑。调查显示，受访的2011年毕业生的起薪较2010年均有所增长，其中专科和硕士的起薪增长率最快，分别达到9.6%和11.7%。白皮书认为，“这主要是因为当年技术型人才的缺乏以及经济发展中对高端知识型人才的需求增大所致。”

Although the turnover rate is higher，But this group of workplace do not underestimate the strength of the new generation。survey，The surveyed 2011 graduates starting salary is 2010 with an average annual growth，One specialized subject and master's starting salary fastest growth rate，Reached 9.6% and 11.7%, respectively。White paper think，“This is mainly because of the lack of technology talents that year and economic development of the knowledge talented person's demand for high-end caused by increase。”

大学生“闪辞族”让用人单位很无奈 College students“Flash of family”Let the employing unit is helpless

　　“宁愿花几倍的钱多招几个学生，也不敢再按岗位需求招人了。”在近日举行的一场招聘会上，郑州某企业的招聘负责人程先生向记者诉苦，去年该公司招了7名大学生，结果3个月培训期还没结束就走了4个，给他们造成了极大的不便。“有的学生是抱着‘骑驴找马’的心态来工作的，一旦发现其他机会，或是有丝毫不满就立刻辞职。”程先生无奈地说。

“Would rather spend a few times more money for more than a few students，Also can't again to post requirement recruit people。”Held recently in a job fairs，Zhengzhou an enterprise of recruitment of Mr Cheng complaining to the reporter，Last year, the company hired seven college students，Results three months during training is not over left four，To take a great inconvenience。“Some students is holding‘Ride donkey to find the horse’Attitude to work，Once found other opportunities，Or any dissatisfaction immediately to resign。”Mr Cheng reluctantly said。

　　据了解，由于不满工资待遇、挑剔工作环境等原因，一些大学生刚入职场便闪电辞职，其中不乏尚未过试用期或刚转正的人，这类“闪辞族”让用人单位头痛不已。

According to understand，Because of dissatisfaction salaries、Fussy work environment etc reasons，Some students just into the workplace and lightning to resign，There is no lack of among them has not been a probation or just becomes a man，This kind of“Flash of family”Let the employing unit big headache。

待遇不满意成为换工作的主要原因之一 Salary is not satisfactory for work as one of the main reasons for the

　　小徐是河南某大学法律专业的毕业生，近日刚辞掉一份文员工作。“实在干不下去了，一个月才1200元，哪里够用啊?”小徐告诉记者，自从去年毕业后，她跑了十几场招聘会，换了3份工作，可没一份干得顺心的。“工资都太少了，我每月还得向家里要钱付房租。”小徐说，本科四年她各门功课都很优秀，没想到找的工作薪水都很低，而且试用期也挺长的。“上份工作我干了两个半月，应该是时间最长的。”小徐告诉记者，那家公司给出的待遇是试用期1200元，转正后底薪2200元加奖金。“当时急于找工作，就签了聘用合同。”小徐说，谁知每月1200元完全不够花，她给记者算了一笔账：房租500元、伙食费450元，再加上交通费、水电费等其他开销，没有2000元根本打不住。“我都毕业大半年了，还得靠爸妈接济，这样的工作还不如不要。”小徐说，虽然她又失业了，但并不后悔。

Xu is henan university graduates a law，A recently quit a clerical work of the office。“Really do not go down，A month to 1200 yuan，Enough! Where?”Xu told reporters，Since last year after graduation，She ran for more than ten games fair，In the three job，Not a go doing。“Wages are too little，I have to report to home every month to pay the rent money。”Xu said，Undergraduate course four years she on all subjects are excellent，Didn't expect to find work salary is very low，And the probation period also pretty long。“On the job I have done two and a half months，Should be the longest time。”Xu told reporters，That company is the treatment given probation period 1200 yuan，Become a base salary of $2200 plus bonus after。“Was anxious to find work，Sign on employment contract。”Xu said，But 1200 yuan a month completely is not enough，She give reporters calculate a bill：The rent is 500 yuan、Boarding fee is 450 yuan，Plus transportation、Utilities and other expenses，No 2000 yuan DaBuZhu fundamental。“I graduated from the redeemed，Still have to put on my parents，Such as don't work。”Xu said，Although she was unemployed，But do not regret。

　　在某企业从事销售工作的“90后”小李说，离职的首要原因是薪资待遇较低，给老板做事不开心、压力大也是一方面。“伙食不好，不想待了”、“没发展空间”、“物价太高了，养不活自己”、“工资太低了，另谋发展”……这些离职理由，让企业人力资源部门会有些抓狂。除此之外，换换工作环境、岗位压力大、深造学习、希望找一个更好的职位等也是频繁出现的离职理由。

In an enterprise engaged in the sales of the work“After 90”Xiao li said，The primary reason is leaving pay is low，Do not happy for the boss、Pressure is also on one hand。“Food is bad，Don't want to be the”、“No development space”、“Price is too high，Keep not to live their”、“Wage is too low，For another development”……The reason for leaving，Let enterprise human resources department will some crazy。In addition，Change work environment、Post pressure、For further study study、I hope to find a better position is also often leaving the reason。

老板最看重员工忠诚度和能力 The boss value most employees loyalty and ability

　　郑州一家广告公司负责人事的于先生告诉记者，公司在招人的时候不太看好90后，原因是90后太不稳定，缺乏社会阅历。于先生说由于行业的特殊性，不太接受90后所表现出的这些特质。对于90后辞职随意化问题，于先生觉得原因是90后眼高手低，或者是因为家庭条件不错，经济上没有后顾之忧，另一个就是心理原因。于先生表示，公司最看重的员工品质是稳定和对公司的忠诚度。

Zhengzhou an advertising company for personnel in the Mr Told reporters，The company in the recruit people not quite value after 90，The reason is too unstable after 90，Lack of social experience。Mr. In the industry say the particularity，Don't accept after 90 have shown these traits。For 90 SuiYiHua resigned after，Mr. In that reason is after 90 above his business，Or because the family condition is not bad，The economy does not have trouble back at home，Another is the psychological reasons。Said Mr In，The company value most employees quality is stable and loyal to the company。

　　某品牌音响金水区市场部主管王经理说，公司在招聘的时候不会刻意针对90后，而且公司有几个90后的员工在做市场方面还不错。王经理说，公司最看重的还是个人能力，并不是很在乎年龄。但是90后工作后承受挫折的能力比较低，员工随便辞职肯定会影响到公司的正常运营，这种做法是不可取的。

A brand marketing manager wang sound jinshui district director said，The company is looking for in time for the 90 won't deliberately，And the company has several 90 employees in the market after do is good。Manager wang said，The company value most, or personal ability，And not very care about age。But after 90 after working capability of bearing frustrations is quite low，Staff just quit must have an effect on the normal operation of the company，This practice is not advisable。

　　“招聘时，我最看重的是综合素质高且忠诚的人。”某公司总经理对毕业生就业有自己的看法，他认为综合素质决定了一个人将来工作的宽度和广度，职场是一个你时刻得学会应对各种各样突发问题的地方，如果没有较高的综合素质，将会难以应对来自各方面的问题。

“When recruiting，Most important to me is the comprehensive quality and loyal person。”A company general manager for graduates have their own opinions，He thinks the comprehensive quality determines one future work width and breadth，Duty field is a time you have to learn to cope with all sorts of a place，If no high comprehensive quality，Will be difficult to deal with problems from all sides。

　　为什么90后员工离职率较高?《白皮书》分析，90后员工高离职率的原因主要是由于初入职场，对未来发展的职业规划还不成熟，流动性相对较高。

Why after 90 employee turnover rate is higher?《White paper》analysis，After the 90 employees of the high attrition rates are the main reasons why due to take office field，The future development of the career planning is not mature，Liquidity is relative taller。

　　一位企业负责人说，“我也看不懂90后员工，他们很随意，说不干就不干，似乎根本就不在乎这两三千元的月薪。不少人还是差那么点责任心，他们只做喜欢的事，工作积极性不强，看上司不顺眼就辞职。”

A enterprise controller said，“I also understand after 90 employees，They are optional，Say not stem not stem，Even seem to mind the 23000 yuan monthly salary。Many people or bad point of responsibility，They only do like，Work enthusiasm is not strong，See boss not pleasing to quit。”

　　90后员工小马则认为，离职率高并不能把责任全怪在90后身上，企业也有责任。应聘时公司给出了不错的底薪承诺。可上班第二天，小马就打听到，底薪不靠谱，交通费、餐费也没有补贴。小马愤然离职。

After the 90 employees and is considered the pony，High turnover of the responsibility and can't blame in 90 after him，Enterprise also have a responsibility。Candidates are the base salary of good company commitment。Can work the next day，The colt could find out，Base salary by spectrum，transportation、Meals and no subsidies。Pony in anger left。

高离职率加大企业人员置换成本 High turnover rate increase the enterprise personnel replacement cost

　　“我们的工作节奏全都打乱了，招人、面试、办理离职手续、再招人、再面试，比以往都要忙乱。”这是郑州许多人力资源经理近段时间工作的真实写照。

“Our working rhythm topsy-turvy，Recruit people、interview、'enrollment、To hire people、To interview，More than ever to fuss。”This is the zhengzhou many human resource managers nearly time work true portraiture。

　　“更加自我的90后，稳定性不好。”许多人力资源部门负责人都感到有些头疼，“他们有的仅仅工作了一个月就离职，对企业文化还没有完全了解，而企业则在一轮又一轮的招聘中无端地加大了人力成本。”

“More self after 90，Stability is bad。”Many human resources department head feel some headaches，“They have only work for a month left，To enterprise culture is still not fully understood，And the enterprise is in the round and round of recruitment unjustly increased the human cost。”

　　“高离职率加大了企业人员置换成本，企业招聘进入了招人、走人，再招人、再走人的恶性循环怪圈。”某人力资源公司人力资源负责人给记者算了一笔账，“以试用期工资1500元为例，加上保险等各项费用，企业对1名试用期员工支出成本在2500元/月，3个月试用期下来，企业要支付7500元的成本，如果10名新员工刚过试用期就离职，给企业造成的损失是不小的，因为新员工还没开始为企业创造价值，企业就将7.5万元的人力成本打了水漂。”

“High turnover rate increase the enterprise personnel replacement cost，Enterprise recruitment into the recruit people、leave，To hire people、To leave the vicious circle circle。”A human resource company human resources officials give reporters calculate a bill，“A probation period to pay 1500 yuan for example，Plus the cost of insurance，The enterprise to a probation employee costs in 2500 yuan/month，3 months probation down，Enterprise to pay for the cost of $7500，If 10 new employees left just after the probation period，To the damage of the enterprise is a lot of，Because the new employees haven't started to create value for enterprises，Enterprise will be 75000 yuan of human cost a boondoggle。”

90后理性择业企业促其成长 After the 90 rational choice enterprise promote the growth

　　人力资源专家表示，应届毕业生的违约率和“闪辞”率逐年上涨，已经越来越成为困扰用人单位的主要问题之一。一方面职场新人90后应届生更追求个人价值的实现，同时面临的生存压力更小，因此一旦工作不顺心，就容易闪电辞职、频繁跳槽;另一方面，企业招聘方式的不完善，用人需求和求职者个人发展之间的不匹配，也是造成“闪辞”的原因之一。职场新人首先应该有长远的职业规划，其次要有克服困难、从基础做起的决心，理智择业，心浮气躁、半途而废是职业发展的大忌。而对于企业来说，要避免新人违约和“闪辞”带来的损失，应该改良招聘模式，加强与应聘者的沟通，做好90后员工的职场心理辅导，选择真正适合招聘岗位的人。

Human resources experts said，The default rate and fresh graduates“Of shem”Increasing rate，Already more and more be troubled one main problem of the employing unit。On the one hand new born after 90 workplace fresh quest for personal value realization of more，Facing the survival and less stressful，So once the job is not working，Just easy to lightning to resign、Frequent job-hopping;On the other hand，The enterprise of recruitment methods is not perfect，Employing demand and job seekers don't match between personal development，Is also causes the“Of shem”Is one of the reasons for。New in job market first should have the long term career planning，Secondly to overcome the difficulties、Starting from the foundation of determination，Rational choice，Unsuspecting target、By the big fear of career development。And for companies to，To avoid default and new“Of shem”damage，Should be improved recruitment mode，Strengthen the communication with the applicant，Well after the 90 employees workplace counseling，Choice really suitable for jobs。

　　90后们在职场表现出来的个性，代表了一个新趋势，他们的价值取向更加多元化。从职业指导的角度来说，90后“不开心就辞职”也不能说是错的。“开心”包含的内容很多，例如岗位是否匹配、是否有发展前景，这样的想法代表了进步。但原则性的问题，如缺乏责任心，是不可取的。希望社会和企业能用宽容的心态，给90后一些从学校人到职业人的指点和帮助，帮助他们成长起来。

After 90 the expression of personality in the workplace，Represents a new trend，Their value orientation variations。From the perspective of career guidance，After 90“Don't be happy to resign”And that is not to say the wrong。“happy”About the content of the many，For example if post match、Whether the development prospect，Such ideas represent the progress。But the question of principle，Such as lack of responsibility，Is not advisable。Hope society and the enterprise can use generous attitude，To some 90 people from school to professional people advice and help，Help them grow up。